the virtual learning world...yes really!

We have all had exposure to the emerging phenomenon of social networking learning and the use of Web 2.0 technology as an enabler of this. But as exciting as any new technology can be, there must be an economic reason for adopting it, else it risks becoming irrelevant. So it’s worth considering a few of the business considerations to help companies make the case for new and innovative solutions for managing talent.

To manage talent efficiently and effectively, corporations are looking for new ways to develop, engage, and retain their employees. As budgets tighten and the workforce demographic changes, corporations are looking for ways to share knowledge with, engage, and retain their employees. Web 2.0 offers just that. The secret is to focus on how a 2.0 technology might better serve the learning needs of the participant while addressing the business needs of the company. While traditional classroom training is effective, the time away from a job or location can be disruptive to work teams. There is a need to be able to provide training in real time—what they want and when they want it but without unnecessary costs or downtime.

Creation of rich, measurable learning interventions (formal or informal), must follow a clear, step-by-step approach to understanding and defining both the business goals and the organisation’s broader talent management needs. The same process applies here, whether introducing new technologies and facilitated strategies for learning or blending the old with the new. Here are a few examples where “out of the box” thinking was deployed and validated by tapping into typical challenges or goals of a business.

Businesses are seeking solutions to do more with less, and so must training. Web 2.0 applications and virtual world environments can be significantly less expensive than video conferencing, e-learning development, or travel to instructor-led events. Although this seems like the proverbial low-hanging fruit, collaborative environments, social networks, and virtual worlds offer us more varied and cost-effective options for learning than “point solutions,” reinforcement, and facilitated training events.

Traditionally, we have always asked, “What is the business need, and what is the performance gap?” In a 2.0 world, we ask, “What skill or knowledge could be best learned in a synchronous or collaborative environment versus a more traditional or formal program?” In this approach, the secret is not to become so enamored with the technology but to leverage what we know about adult learners and design accordingly to serve the learning needs of the participant, the business needs of the company, and the performance goals of the program. Recently a global energy company began piloting use of message boards in support of e-learning solutions to increase engagement and discussion of a global audience while scoping/piloting virtual delivery methods. A major telecom company has launched an enterprise-wide podcast network encouraging employees to post point solutions and best practices in the form of videos as a way to share and archive expertise.
 
Businesses are seeking new and innovative ways to recruit and on-board employees. There are classic examples of the use of Second Life in 2007 to recruit and on-board new employees. The thinking was beyond simply pointing people to your web site; and wanting to create an immersive experience for future employees and assign interested recruits (before and after employment) virtual mentors to help them understand the culture, processes, and ultimately their roles in a huge and diverse corporation.
 
Many companies are using social networks such as Facebook and MySpace to brand their corporate culture and attract employees. YouTube has also become a very popular way to create brand attraction for new hires. Recently a global professional services firm used Unisfair to hold college recruiting events. More than 10,000 people from more than 167 countries attended the world job fair. Promoted on Monster.com and Facebook, the event was a huge success.
 
Whether you are moving into a 3D learning environment or looking to buy social networking software to enhance collaboration, the basics are the same:

• Develop criteria before you start, specifically, success criteria, measurement strategy, and functional requirements.
• Identify an administrator/moderator that will own the “care and feeding” of the application and drive usage.
• Link the initiative to a visible business project.
• Ensure you have a visible and active executive sponsor.
• Ensure you have a budget that includes the application and support, communication, training, and change management.

Source: HRO Today